NASA Goddard Space Flight Center
National Aeronautics andSpace Administration
www.nasa.gov
DIVERSITY AND INCLUSION
ROADSHOW
Topics of Discussion
•Current State of Diversity and Inclusion (D&I)
•Advisory Committees
• Inclusion Ally
•Summary
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Dimensions of Diversity
Non-visible
BackgroundDiversity of ThoughtEducationGeographic LocationIncomeJob ClassificationLanguageMarital Status
Military ExperienceNon-visible DisabilitiesParental StatusPolitical Belief Religion/SpiritualitySexual OrientationSocio-Economic StatusWork Experience
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Visible
Age/GenerationGender
Physical AbilitiesRace/Ethnicity
DiversityDiversity
• The unique characteristics, perspectives and life experiences that define us as individuals
InclusionInclusion
• Fostering an environment where all individuals contribute fully and feel valued, engaged and support-ed to reach their full potential
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Overarching drivers are Accountability and Engagement
• Every employee is responsible for demonstrating respectful/inclusive behavior
• Maximize the talent and contributions of each employee
&
Diversity & Inclusion Defined
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Goals of an Inclusive Culture:• Fully utilize everyone’s talent• Leverage our differences for increased learning, innovation, team performance, and
mission success• Engage and retain the best talent from all sectors of our society
Why do this now? • 2011 Presidential Order to Agencies to develop integrated D&I Strategic Plans. 3
goals:
• Diversity within our workforce is increasing. As we become increasingly diverse the challenge is how do we manage that diversity in a way that propels us to higher level of team performance and innovation.
More On Inclusion Why are we shifting to an increased focus on inclusion?
Workplace Diversity Workplace Inclusion Agency Accountability and Leadership
Business Case
Diversity & Inclusion (D&I) at GSFC • Focuses on building an inclusive work environment where each employee feels
valued and can contribute to their full potential to maximize mission success
Diversity & Inclusion Philosophy• Valuing the whole of the individual. We respect and value not only our apparent
differences, but also diversity of viewpoint, experience, talents and ideas.• About being inclusive in the workplace, not exclusive.• A diverse, inclusive workplace gives us a competitive advantage and is a key
differentiator in the marketplace. • Makes us a better agency, a better partner in the communities we serve and a
better place to work.
Business Case Link: http://diversity.gsfc.nasa.gov/Documents/BusinessCaseDec00.pdf
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Principles of a Successful Diversity and Inclusion Approach
Pillars of Agency and GSFC D&IStrategic Plan
Employee Engagement and
Effective Communication
Demonstrated Leadership
Commitment
Continuous Education, Awareness and Skills
Enhancement
Demonstrated Commitment to
Community Partnerships
Shared Accountability and Responsibility for Diversity and Inclusion
Effective Measurement of
Diversity and Inclusion Efforts
Roles and Responsibilitiesof EO and D&I
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Equal Opportunity Programs Office Diversity and Inclusion Program Office
Mission/Goals • Advocates to eliminate discrimination, harassment & retaliation in the implementation of employment processes/practices
• Advocates for equal access and opportunity – no one excluded from participation
• Focus is on legally protected groups• Legally mandated
• Advocates diversity/inclusion and identify issues and opportunities
• Develops strategies• Coordinates center/directorate
activities• Monitor organizational environment
Advisory Committees AAAC, APAAC, EAAC, HACE, NAAC & WAC
NDP, LGBTAC & VAC
Leadership Accountability:
Center Director, Director of/Senior Staff, EO Council, Advisory Committee Chairs, and Unions
Deputy Center Director, Deputy Directors of, Advisory Committee Chairs, EOPO, and Unions
Summary Representational/Quantitative Inclusion/Qualitative
Supportive85%
42. My supervisor supports my need to balance work and other life issues.46. My supervisor/team leader provides me with constructive suggestions to improve my job performance. 48. My supervisor/team leader listens to what I have to say.49. My supervisor/team leader treats me with respect.50. In the last six months, my supervisor/team leader has talked with me about my performance.
Supportive85%
Open75%
32. Creativity and innovation are rewarded.34. Policies and programs promote diversity in the workplace (for example, recruiting minorities and women, training in awareness of diversity issues, mentoring).45. My supervisor/team leader is committed to a workforce representative of all segments of society.55. Managers/supervisors/team leaders work well with employees of different backgrounds.
Open78%
Cooperative72%
58. Managers promote communication among different work units (for example, about projects, goals, needed resources).59. Managers support collaboration across work units to accomplish work objectives.
Cooperative73%
Empowered74%
2. I have enough information to do my job well.3. I feel encouraged to come up with new and better ways of doing things.11. My talents are used well in the workplace.30. Employees have a feeling of personal empowerment with respect to work processes.
Empowered76%
Fair59%
23. In my work unit, steps are taken to deal with a poor performer who cannot or will not improve.24. In my work unit, differences in performance are recognized in a meaningful way.25. Awards in my work unit depend on how well employees perform their jobs.37. Arbitrary action, personal favoritism and coercion for partisan political purposes are not tolerated.38. Prohibited Personnel Practices (for example, illegally discrimination for or against any employee/applicant, obstructing a person’s right to compete for employment, knowingly violating veterans’ preference requirements) are not tolerated.
Fair62%
NASA Scores GSFC ScoresEVS Questions
2014 EVS Inclusion Scores
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GSFC 5-year EVS Inclusion Scores Trend
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2014 2013 2012 2011 2010
85% 84% 83% 84% 85%
2014 2013 2012 2011 2010
78% 78% 78% 78% 78%
2014 2013 2012 2011 2010
73% 76% 76% 73% 74%
2014 2013 2012 2011 2010
76% 75% 76% 75% 75%
2014 2013 2012 2011 2010
62% 62% 62% 60% 60%
Supportive
Open
Cooperative
Empowered
Fair
Center Directorates
Directorate D&IC Representation
Code 800Lead: Phil
Eberspeaker
Code 200Lead: Cindy
Stoltz Alt.: Dawn Fountain
Code 700
Lead: Theresa Kinney
Alt.:Sanjeev Sharma
Code 100
Lead: Gale Fleming
Code 600Lead: Dr.
Dorothy Zukor; Alt.: Maria So
Code 400Lead: Donna
Swann
Code 500
Lead: Nancy Carosso
Code 300
Lead: Curtis Johnson
Advisory Committees
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Roles and Responsibilities
• Provide advice, guidance and recommendations to the Center Management in the planning, implementation and evaluation of the Center's efforts in support of affirmative employment efforts throughout all human capital processes, i.e., recruitment, selection, hiring, promotion, retention, etc.;
• Serve as a focal point for communicating the challenges, issues and concerns of their respective constituents on matters affecting employment at the Center;
• Provide education and awareness forums for the GSFC workforce on various diversity and inclusion and EEO topics;
• Work proactively with GSFC management to identify and resolve Center-wide challenges and barriers impacting the recruitment, selection, advancement, retention and inclusion of employees, and contribute to the development and implementation of corrective actions that remediate them.
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GSFC Advisory
Committees
APAACAAAC
HACE
EAAC
NAACWAC
LGBTAC
NDP
VAC
Advisory Committees Represent:
• African Americans • Asian and Pacific Americans • Hispanic Americans• Individuals with Disabilities • Native Americans • Women • Lesbian, Gay, Bi-Sexual and
Transgender employees • New and Developing
Professionals• Veterans
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Advisory Committee Program Managers
• APAAC & WAC—Gerald Tiqui• EAAC—Gabriela Diaz• LGBTAC—Shavondalyn Givens• AAAC, HACE & NAAC—Marian Carson• NDP & VAC—Teresita Smith
Learn more at:
http://diversity.gsfc.nasa.gov/div_advisory.cfm
Learn More & Get Involved!
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Inclusion Ally Initiative
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http://iamgoddard.gsfc.nasa.gov/inclusion-ally.html
Who is an Inclusion Ally?
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Person in the workplace who proactively strives to create, expand, and sustain an environment that is
equitable, respectful and inclusive of all groups and individuals
Involves getting to know one’s colleagues and building respectful work relationships with people who
are different from themselves
Inclusion champions from across the organization who stand up and speak out to advocate for the opportunity for each person to contribute fully to the
mission of Goddard
Allies are essential to increasing equity and inclusion in the
workplace
Inclusion Ally: (1) Inclusion—advocating for all, exemplifying inclusive behavior in all contexts, and (2) Ally—advocating for inclusion and equity and
providing support for people and groups different from yours.
10 Key Inclusion Ally Behaviors
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Speak up when people are being
excluded.
Ask who else needs to be in the room for
better outcomes.
Listen as an ally—first listen deeply and then
engage.
Create a sense of “safety” for yourself
and your team members.
Use your privilege in a positive way—Be an ally for a group from which you are
different.
Become skilled at having difficult
conversations and resolving conflict.
Monitor your own assumptions and
blind spots—do the necessary self work.
Encourage the contributions of all.
Be a champion for D&I at Goddard.
Get to know people who are different
from you.
Engage employees at all levels of the organization in actions to create an inclusive culture at
Goddard: Emphases that inclusion involves
all of us and benefits all of us
Encourages inclusive behaviors that make a big
difference in our teams and workplaces
Help shift the current culture paradigm so that employees view all of us
as responsible for creating inclusion in our teams and organization
Builds on “i am Goddard”–I am the core element of
our inclusive culture, focuses on individual
action and responsibility
Focusing on inclusion results in increased
innovation, productivity and retention
What’s In It For Me (WIFM) – Developing
leadership skills, networking and building
community with other passionate people,
trainings and special events
Invites everyone to be an ally and a catalyst for
inclusion for all
WHAT ARE THE
BENEFITS?
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Look Out for Upcoming Events such as • Ongoing learning and networking activities—hosted quarterly
– Center-wide training workshops, networking and brown bag events
Previous Inclusion Ally Events include:• 2 part Kick-off—Spring /Summer 2014
– Safety Week session Inclusion Ally: Be Safe Being Who You Are, May 1 at Greenbelt
– Safety Awareness Day, May 20 at WFF and June 24-26 at IV&V• 1st Quarterly Engagement and Education Activities – “35 Dumb Things Well
Intentioned People Say…” Fall 2014
For more info contact any Inclusion Ally Core Team member at IV&V, WFF and Greenbelt. See POC list on website.
http://iamgoddard.gsfc.nasa.gov/inclusion-ally.html
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Recent Inclusion Ally Events!
Directorate Specific Information
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Conclusion
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Capabilities for Continued Mission Success
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Technical Skills/Systems
• Hard Technical Capabilities
• Engineering Expertise
• Systems Engineering• Scientific Knowledge
and Inquiry
Social Systems/Culture
• Soft Cultural Capabilities
• Human Dimensions• Leadership• Relationship Building• Individual
Development
MissionSuccess+ =
What’s Next?
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Be a partof the
change
Demonstrate inclusive behaviors
Getinvolved
Questions?
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CHECK OUT BELOW RESOURCES TO LEARN MORE?
Goddard Learning Library (Great Video Resources to start a dialogue within your organization): http://ohcm.gsfc.nasa.gov/DevGuide/Learn/home.htm
10 Commandments of Communicating with People with Disabilities
Black in America Color of Fear Drop by Drop Gay and Transgender Issues in the
Workplace The Lunch Date Village of 100 Visiones: Latino Art and Culture
Great Books and Articles for your D&I journey: “What If” by Steve Robbins “Diversity at Work” by Trevor Wilson “Building a House for Diversity” by R.
Roosevelt Thomas, Jr. “The Tipping Point” by Malcom
Gladwell “Outliers” by Malcolm Gladwell “Blink” by Malcolm Gladwell “The Loudest Duck” by Laura
Liswood Peggy Mcintosh Articles on Privilege
– “Unpacking the Invisible Knapsack” “35 Dumb Things that Well-
Intentioned People Say” by Maura Cullen
Website we Love
or would love for
you to check out:
Diversity Dialogue Project Tools• Use the Self-Identity Circle for team building within your
organization• Play Two truths and a lie (Getting to Know You Exercise) to
learn more about those you work with and help identify assumptions you may have of others
• Establish Ground Rules for meetings or Email distribution• Share the list of unwritten rules with employees new to Goddard• Outreach to local schools for career day – help increase interest
in STEM fields at the secondary and primary level• Use Micro Messages Tips to foster inclusion• Use OHCM resources including Learning Center, Videos,
Career Builders
Finding your voice in the workplace: Jennifer Brown at TEDxSpringfield
In this TEDx talk Jennifer shares her personal journey and her passion for diversity and innovation.
https://www.youtube.com/watch?v=E0M1beV91js
We all know diversity of identity, but what does diversity of thought mean in today's workplaces?
There are lots of great Ted talks on D&I topics. Check out www.ted.com
http://www.diversityinc.com/magazine/
Diversity Inc Online
Magazine